Action Before Advertising An appointing committee can only make a sensible choice if it knows what the duties of the post are and what type of person is being sought. Advertising The purpose of an advertisement is to indicate to someone with the right skills and qualities that this is a suitable post for him or her.
There are no personality or aptitude tests formally recommended for use by appointing committees in the University. When interviewing candidates: Listen carefully to what the candidate says, and the way it is said.Recruitment Action Affected by these Acts of Parliament The Sex Discrimination Act, the Race Relations Act and the Disability Discrimination Act affect the work of appointing committees by making unlawful discrimination: in the arrangements made for the purpose of determining who should be offered employment. Attainments: education, qualifications, experience. Please advise the appointee that this is the case, and not that they will be sent a letter the day after a decision has been reached. Employment of People with Disabilities The following notes are intended to provide brief guidelines on avoiding unjustifiable discrimination against candidates with a disability. Candidates are put through a range of tests, exercises, interviews, group activities and role plays often lasting several days. The Human Resources Office will send a copy of these notes to each member of an appointing committee, but Chairpersons of appointing committees should ensure that all members of the committee have seen these notes and should remind members of the guidance herein, in particular those relating to equal opportunities. This may be subject to a successful medical. Majority Voting In all cases it is desirable that decisions should be arrived at by consensus rather than by voting, but if voting is necessary the Chairperson has a casting vote as well as an initial vote. Those reasons should be recorded in case any applicant submits a claim of discrimination to an industrial tribunal. Various schemes exist to facilitate the employment of people with disabilities. Filed under: bzowy , HR , knowledge management , Organizacje , satysfakcja pracownicza Tagi: bzowy , Fraser Five-Fold , HR , metody rekrutacji , Munro , rekrutacja Introduction These notes have been produced to assist members of appointing committees in their task of choosing the best person for the vacancy. As general notes, they may not all be applicable to every post. Confidentiality All proceedings of appointing committees, including the names of candidates, are strictly confidential and must not be divulged to those who are not members of the appointing committee, other than authorised University officers and in relation to short-listed candidates for teaching faculty posts in the following circumstances.
This will vary according to the perceived importance of the vacancy. It will also often be helpful to applicants to be shown around the place of work and given the opportunity to talk to other employees.
It normally starts with personal details such as address, nationality and gender and then includes information such as educational and professional qualifications, employment history, publications and a career 'vision' A resume tends to be shorter than a CV.
These are more often applied to senior posts. Look out for the answer that has been prepared for expected questions and that is designed to please the appointing committee rather than give the truth.
It must be made clear that formal approval has to be obtained, and no letter should be sent which could be read as an offer of employment.
The characteristics identified as necessary through analysis of the job description are then entered against the appropriate heading.
APPENDIX A: Person Specification A person specification describes the ideal person to fill the job, and is a profile of the personal skills and characteristics you will look for in the recruitment and selection process.
What should take the following action before an advertisement is drafted?